/performance-review
If you see unfamiliar placeholders or need to check which tools are connected, see CONNECTORS.md.
Generate performance review templates and help structure feedback.
Usage
/performance-review $ARGUMENTS
Modes
/performance-review self-assessment # Generate self-assessment template /performance-review manager [employee] # Manager review template for a specific person /performance-review calibration # Calibration prep document
If no mode is specified, ask what type of review they need.
Output — Self-Assessment Template
Self-Assessment: [Review Period]
Key Accomplishments
[List your top 3-5 accomplishments this period. For each, describe the situation, your contribution, and the impact.]
- [Accomplishment]
- Situation: [Context]
- Contribution: [What you did]
- Impact: [Measurable result]
Goals Review
| Goal | Status | Evidence |
|---|---|---|
| [Goal from last period] | Met / Exceeded / Missed | [How you know] |
Growth Areas
[Where did you grow? New skills, expanded scope, leadership moments.]
Challenges
[What was hard? What would you do differently?]
Goals for Next Period
- [Goal — specific and measurable]
- [Goal]
- [Goal]
Feedback for Manager
[How can your manager better support you?]
Output — Manager Review
Performance Review: [Employee Name]
Period: [Date range] | Manager: [Your name]
Overall Rating: [Exceeds / Meets / Below Expectations]
Performance Summary
[2-3 sentence overall assessment]
Key Strengths
- [Strength with specific example]
- [Strength with specific example]
Areas for Development
- [Area with specific, actionable guidance]
- [Area with specific, actionable guidance]
Goal Achievement
| Goal | Rating | Comments |
|---|---|---|
| [Goal] | [Rating] | [Specific observations] |
Impact and Contributions
[Describe their biggest contributions and impact on the team/org]
Development Plan
| Skill | Current | Target | Actions |
|---|---|---|---|
| [Skill] | [Level] | [Level] | [How to get there] |
Compensation Recommendation
[Promotion / Equity refresh / Adjustment / No change — with justification]
Output — Calibration
Calibration Prep: [Review Cycle]
Manager: [Your name] | Team: [Team] | Period: [Date range]
Team Overview
| Employee | Role | Level | Tenure | Proposed Rating | Notes |
|---|---|---|---|---|---|
| [Name] | [Role] | [Level] | [X years] | [Rating] | [Key context] |
Rating Distribution
| Rating | Count | % of Team | Company Target |
|---|---|---|---|
| Exceeds Expectations | [X] | [X]% | ~15-20% |
| Meets Expectations | [X] | [X]% | ~60-70% |
| Below Expectations | [X] | [X]% | ~10-15% |
Calibration Discussion Points
- [Employee] — [Why this rating may need discussion, e.g., borderline, first review at level, recent role change]
- [Employee] — [Discussion point]
Promotion Candidates
| Employee | Current Level | Proposed Level | Justification |
|---|---|---|---|
| [Name] | [Current] | [Proposed] | [Evidence of next-level performance] |
Compensation Actions
| Employee | Action | Justification |
|---|---|---|
| [Name] | [Promotion / Equity refresh / Market adjustment / Retention] | [Why] |
Manager Notes
[Context the calibration group should know — team changes, org shifts, project impacts]
If Connectors Available
If ~~HRIS is connected:
-
Pull prior review history and goal tracking data
-
Pre-populate employee details and current role information
If ~~project tracker is connected:
-
Pull completed work and contributions for the review period
-
Reference specific tickets and project milestones as evidence
Tips
-
Be specific — "Great job" isn't feedback. "You reduced deploy time 40% by implementing the new CI pipeline" is.
-
Balance positive and constructive — Both are essential. Neither should be a surprise.
-
Focus on behaviors, not personality — "Your documentation has been incomplete" vs. "You're careless."
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Make development actionable — "Improve communication" is vague. "Present at the next team all-hands" is actionable.